Coresourcing is a selective collection of articles and posts that will help sourcers / recruiters keep abreast with new opinions, views and ideas within Candidate sourcing and recruitment.
Feel free to send across any articles or posts or suggestions at masoodsnet@gmail.com.

Peter Bugnatto , Strategic Sourcing Consultant at Lockheed Martin has asked the following question on Linkedin

"If you had to choose one sourcing tool/solution on the market what would it be?

Let's suppose money wasn't an object. I know, I know...it is. But money aside, if you were told you could pick one tool/solution or even a mashup/combo of a couple of sourcing tools available, to help with your efforts to find talented candidates both passive and active, what would you choose and why?

Clarification added 3 days ago:

Thanks for all the responses thus far. I appreciate it.To clarify, I'm realy looking for answers dealing with tools/software/products/licenses, such as the Broadlook Eclipse, LinkedIn, ZoomInfo, AIRS Sourcepoint, etc., rather than agencies, search firms, sourcing techniques/advice like using the phone book, etc."

For all of us involved in the selection process quality of hire is critical... unless I just want to close a deal. From my management school days, one debate which i could never get my head off was what is better: "Rejecting a good candidate" Or "hiring an unsuitable candidate". I always though both were equally bad, but the fact that i have to live with the second decision, it became more critical.

Wednesday, September 10, 2008

SARAH E. NEEDLEMAN has written a wonderful article on the extent these so called "Rogue recruiters" or "Extreme recruiters" will go to fill their open positions. Their tactics can be unconventional, paparazzi-like and some say borderline unethical. Sounds quite similar to telephone names sourcing. Read the article here

He mentions some basic and intuitive resources and tools to get started and talks about restructuring the current staffing firm model, where sourcing specialists will work hand-in-hand with recruiters to provide well-researched, qualified candidates based on a variety of resources – both online and offline. This allows the recruiter to focus on income-producing activities.

RPO firms like OS2i provide sourcing services which include both Job board and Passive Search.

Internet Passive Sourcers harness Social media and online databases to generate candidates.Telephone names sourcers are on the Phone all the time getting past gatekeepers to generate candidates which may not be available on the netPrequalifying/Prescreening experts will contact the canddiate to do the initial PrescreeningRecruiters can then take over the candidate and spent most of their time in closing deals or geerating new business

The beauty of this approach lies in the way the team functions. Its like a relay race. If they work together, give their best and pass on the baton properly, its a sure shot Winner

Wednesday, September 3, 2008

Moises Lopez has posted an artice on the most common mistakes that are made while names sourcing 1) Being “unprepared” 2) Not preparing a formal script 3) Let your assumptions control your call 4) Simply talk too much and not listen. 5) Not putting yourself in a positive mindset

About Me

Masoodali Sayed is currently leading Operations for TalentPundits where he is a co-founder. At Talent Pundits he has built a unique bouquet of solutions combining Telephone Sourcing, Web Sourcing and Candidate engagement. A Sourcing expert, he has attained Level II CPSP (Certified People Sourcing Professional) Certification. In his previous role he was leading
the India Service Management Centre of Futurestep and also managed its largest IT Account.. Prior to this he was managing the APAC and Europe
sourcing for Cap Gemini. He has had the opportunity of working as part of one
of the first entrants in the Offshore Recruitment Process outsourcing space and
has comprehensive knowledge about the Global Recruitment Engagement Models and
Processes. Within this period he has been responsible for blueprinting and
mapping future trends within Recruitment Technology, Process Integration, Best
Practices and Client Operations. Along with recruitment, he has also managed
Market Research processes including Telephone and Web Research.

He holds a Master degree in
Industrial Psychology and Post graduate diploma in Human resources from Symbiosis
Institute of Management Sciences.

His expertise lies in Global
Sourcing, recruitment technology, deep web research, training and process
re-engineering and has played a key role in establishing BOT model.
He holds a Master degree in Industrial Psychology and Post graduate diploma in
Human resources from Symbiosis Institute of Management Sciences (SIMS) also
finished internal quality programs for ISO 9001 and ISMS 27001.